Glossary Terms

Glossary of Human Resources Management and Employee Benefit Terms

Table of contents

`Employement Compensation`

Employment compensation encompasses all forms of financial and non-financial benefits provided to employees as part of their employment agreement.

What is employment compensation?

Employment compensation refers to the total rewards or remuneration that an employee receives from their employer in exchange for their work or services.

Listen, recognize, award, and retain your employees with our Employee engagement software

What are the different types of compensation commonly offered by employers?

Employers typically offer various types of compensation to employees, including:

Base salary: A fixed amount of money paid to an employee on a regular basis, often expressed as an annual salary.
Hourly wages: Compensation based on the number of hours worked, typically paid at an hourly rate.
Bonuses and incentives: Additional payments or rewards provided to employees based on their performance, achievements, or the company's overall success.
Commissions: Compensation based on sales or performance targets, often paid as a percentage of revenue generated by the employee.
Benefits: Non-financial perks provided to employees, such as healthcare coverage, retirement plans, paid time off (e.g., vacation days, sick leave), life insurance, and tuition reimbursement.
Stock options and equity: Ownership stakes or the opportunity to purchase company stock at a predetermined price, often offered as part of executive or higher-level compensation packages.
Profit sharing: Distribution of company profits among employees, typically based on predetermined formulas or criteria.

What is the difference between salary and hourly compensation?

The difference between salary and hourly compensation is:

Salary: Salary is a fixed amount of compensation paid to an employee on a regular basis, typically expressed as an annual sum. Employees receiving a salary are often exempt from overtime pay and are expected to complete their job responsibilities regardless of the number of hours worked. Salary-based compensation provides stability and predictability in income but may not directly correlate with the number of hours worked.
Hourly Wages: Hourly compensation is based on the number of hours worked by an employee and is typically paid at an agreed-upon hourly rate. Hourly employees are entitled to overtime pay for hours worked beyond the standard workweek (usually 40 hours) at a rate of one and a half times their regular hourly rate. Hourly compensation offers flexibility for employers and employees, as it accurately reflects the time spent working and provides additional compensation for overtime hours.

How can employees negotiate or advocate for fair and competitive compensation packages?

Employees can take several steps to negotiate or advocate for fair and competitive compensation packages:

‍

Research market rates: Conduct research to understand the typical compensation for similar roles within your industry, geographic location, and level of experience. Websites like Glassdoor, PayScale, and Bureau of Labor Statistics can provide valuable salary data.
Highlight achievements: Prepare a list of your accomplishments, skills, and contributions to demonstrate your value to the organization. Emphasize how your work has positively impacted the company's bottom line, productivity, or customer satisfaction.
Communicate effectively: Clearly articulate your salary expectations, taking into account your research and the cost of living in your area. Be confident but respectful when discussing compensation with your employer or hiring manager.
Consider total compensation: Evaluate the entire compensation package, including salary, bonuses, benefits, and perks, when negotiating. Consider the value of benefits like healthcare, retirement contributions, and paid time off in addition to base salary.
Negotiate strategically: Be prepared to negotiate and be flexible in your approach. Consider alternative forms of compensation or additional perks if the employer is unable to meet your salary expectations. Focus on reaching a mutually beneficial agreement that aligns with your career goals and the employer's budget constraints.
Seek professional advice: Consider seeking guidance from a career coach, mentor, or professional negotiator to help you navigate the negotiation process effectively. They can provide valuable insights, strategies, and support to help you secure a fair and competitive compensation package.

How do bonuses, incentives, and commissions factor into employment compensation?

Bonuses, incentives, and commissions factor into employment compensation:

Bonuses: Bonuses are additional payments or rewards provided to employees based on their performance, achievements, or the company's overall success. Bonuses can be discretionary, meaning they are awarded at the employer's discretion, or performance-based, tied to specific metrics or targets. Bonuses serve as incentives to motivate employees, reward exceptional performance, and align individual efforts with organizational goals.
Incentives: Incentives are rewards or benefits offered to employees to encourage desired behaviors or outcomes. Incentives can take various forms, including cash bonuses, gift cards, travel vouchers, or non-monetary rewards such as recognition or additional time off. Employers use incentives to drive performance, foster employee engagement, and reinforce desired behaviors within the organization.
Commissions: Commissions are a form of variable compensation paid to employees based on sales or performance targets. Commissions are commonly used in sales roles, where employees earn a percentage of the revenue generated from their sales. Commissions provide a direct link between performance and compensation, incentivizing employees to drive sales and achieve results.

How is employment compensation typically structured, and what factors influence it?

Employment compensation is structured based on several factors, including:

Market trends: Employers often benchmark their compensation practices against industry standards and market trends to ensure they remain competitive in attracting and retaining talent.
Job role and level: Compensation varies based on the nature of the job, its level of responsibility, required skills, and experience.
Employee performance: High-performing employees may receive higher compensation through bonuses, incentives, or merit-based salary increases.
Company financial health: The financial performance of the company can impact compensation decisions, with profitable companies typically able to offer more generous compensation packages.
Geographic location: Compensation may be adjusted based on the cost of living and prevailing wage rates in different geographic regions.
Legal and regulatory considerations: Employers must comply with legal requirements and regulations governing minimum wage, overtime pay, and other aspects of compensation established by federal, state, and local authorities.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.

eNPS:

eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

Promoters
Employees who have responded positively or agreed.
Detractors
Employees who have reacted negatively or disagreed.
Passives
Employees who have stayed neutral with their responses.

Are there any legal requirements or regulations regarding employment compensation?

Yes, there are legal requirements and regulations governing various aspects of employment compensation, including:

Minimum wage laws: Federal, state, and local governments establish minimum wage requirements that employers must adhere to, ensuring that employees receive a fair and livable wage for their work.
Overtime pay: The Fair Labor Standards Act (FLSA) mandates overtime pay for non-exempt employees who work more than 40 hours in a workweek, typically at a rate of one and a half times their regular hourly rate.
Equal pay laws: Laws such as the Equal Pay Act require employers to provide equal pay for equal work, prohibiting discrimination based on gender, race, or other protected characteristics in compensation decisions.
Benefits regulations: Employers must comply with various regulations governing employee benefits, including healthcare coverage under the Affordable Care Act (ACA) and retirement plans under the Employee Retirement Income Security Act (ERISA).
Tax compliance: Employers must withhold and remit payroll taxes, including income tax and Social Security contributions, on behalf of their employees in compliance with federal and state tax laws.

Do benefits such as healthcare, retirement plans, and vacation time count as part of employment compensation?

Yes, benefits such as healthcare coverage, retirement plans, and vacation time are considered part of employment compensation. While these benefits may not directly contribute to an employee's take-home pay, they represent valuable additions to the overall compensation package.

Benefits play a crucial role in attracting and retaining talent, enhancing employee satisfaction and well-being, and promoting work-life balance. Employers may offer a range of benefits to employees, including:

‍

Healthcare benefits: Medical, dental, and vision insurance coverage to help employees manage healthcare expenses.
Retirement plans: Employer-sponsored retirement savings plans, such as 401(k) or pension plans, to help employees save for retirement.
Paid time off: Vacation days, sick leave, and holidays to provide employees with time off from work for rest, relaxation, and personal obligations.
Other benefits: Additional benefits may include life insurance, disability coverage, flexible spending accounts, tuition reimbursement, wellness programs, and employee assistance programs.

Explore how Empuls can help your organization

Industry-leading Engagement & Recognition Platform

Hype Cycle for HR Technology, 2023
Hype Cycle for Hybrid Work, 2023
Market Guide for Voice of the Employee Solutions™ 2023
Innovation Insight: Digital Technologies Driving DEI Outcomes 2023

Forrester Employee Recognition Landscape, Q1 2023

Everest Group R&R Solutions PEAK Matrix® Assessment 2023